Example KPIs

As previously stated in this pack, self-assessment and self-setting of target goals is key.  Organisations will analyse their gender diversity as part of the assessment process, then use this data to inform their chosen improvement plans and proposed 12 month targets.  Some example areas of research that will allow KPIs to be identified are listed below:-

Recruitment and Career Progression

  • External Recruitment
    • What is the gender breakdown of applicants for all roles/grades
    • What is the gender breakdown of successful applicants for all role/grades
  • Internal Recruitment/Career progression
    • What is the gender breakdown of applicants for all roles/grades
    • What is the gender breakdown of successful applicants for all role/grades
    • What is the gender breakdown for those requesting/participating in a feedback session on their application, successful and unsuccessful


Initial analysis will enable each Company to get a clear picture on the success levels of their policies and any gaps for recruitment and career progression and what gaps will become apparent from the initial analysis. Example goals that could arise from analysis on recruitment practices:-

  • External Recruitment Finding – KPI is the percentage of applicants for Line Management/middle management roles are female, starting point 15% with a target to increase this to 20% in a twelvemonth period. The associated action plan could include:-
    • A review of recruitment processes, messaging, locations.
    • A review of the wording based on research that has shown that some words have a masculine connotation (Decisive, Determined, Challenging, Competitive, Lead, Independently) and some words have a feminine connotation (Committed, Cooperative, Connected, Dependable)
  • Internal Recruitment Finding – KPI is the percentage of women applying for Senior Management roles from a baseline of Junior Manager applicant pool of 40% female, 60% male and applications for Senior Manager measured at 10% female, 90% male. The KPI target would be to increase by 10% in a twelvemonth period. The associated plan could include:-
    • A survey across all Line Managers to understand what drivers and/or barriers they see to applying for the next tier of management, split by gender. From this data, set up focus groups to review the key findings and create action plans to address.
    • Outcomes may include additional training in leadership skills, Senior Leader messaging to encourage female applicants, the introduction of a mentoring program to build confidence/expectation, flexible working practices


Best Practice

A McKinsey study from 2007, ‘Women Matter – Gender Diversity a Corporate Performance Driver’ (Ref [1]), identifies four best practices for achieving gender diversity in a company:

  • Create transparency by implementing gender diversity Key Performance Indicators (KPIs) – create and monitor gender diversity indicators to raise awareness of gender gaps to be closed and to serve as a tool for defining and directing priorities for action.
  • Implement measures to facilitate work-life balance – flexible working hours to form part of the company’s business model for both male and female employees and career flexibility and support during breaks throughout a career.
  • Adapt the human resources management process – companies should ensure that their recruitment, appraisal and career management systems do not hold women back in their professional development. Gender diversity training should also be provided for recruiters and operational managers.
  • Help women master the dominant codes, nurture their ambition – coaching, networking and mentoring are effective tools in raising women’s awareness of the limitations they impose on themselves and enables them to manage their careers in a male-centric environment.


Founding Partners